|Approved on July 1, 2009||Signatures and dates
on archival copy
|30 days after approval|
Chief Human Resource Officer
Executive Vice President and Provost
|Roderick J. McDavis|
Date of Approval
|July 1, 2009|
Any employee who has filed with the SPBR and wishes to discuss resolution should contact the Chief Human Resource Officer or the Senior Director of Human Resources to determine whether resolution is possible.
Any employee whose problem involves alleged discrimination will be directed to the Office for Institutional Equity (see Policy and Procedure 40.001, "Equal Employment and Educational Opportunity").
Performance evaluations and level of pay are not subject to this process, but may be appealed to one's supervisor.
Initial probationary removal orders are not subject to appeal under civil service law or university policy.
Retaliation against the filing employee or retaliation against any employee involved in this problem-solving process is prohibited. Retaliation by management or by another employee may be disciplinable up to and including termination.
The Committee will notify the employee, the employee's Dean, Vice President, or Provost, the Chief Human Resource Officer, and the Chair of the Classified Senate of its written recommendation within thirty (30) days of receiving the documentation of the issue. The Chief Human Resource Officer will have fourteen (14) calendar days to accept or reject the Committee's recommendation, and will notify the employee of his or her decision in writing. The Chief Human Resource Officer will also give that written decision to the Chair of the Classified Senate (who will relay the decision to the Review Committee), and to the other recipients of the Committee's recommendation. The Chief Human Resource Officer or designee will follow-up with the affected employee and department head within 30 days to determine compliance with the written decision.
All meetings shall be conducted in a private and secure setting. The employee may withdraw from the process, at any time, without penalty, by notifying the Chair of Classified Senate in writing. The Chair of Classified Senate will notify the Review Committee and request from the Committee a summary of its work to date. All records related to the solution process will be retained by Classified Senate.
Guidelines for Classified Senate Review Committees are held by the Classified Senate Chair and distributed to Review Committees each time they are appointed. They are also available in the Office for Institutional Equity, University Human Resources, and through the Classified Senate Web Site at http://www.ohio.edu/csen/.
|Dick Piccard revised this file (http://www.ohio.edu/policy/40-043.html) on May 14, 2013.|